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NATIONAL ISSUES – AGENDA FOR CHANGE AND BEYOND

NATIONAL ISSUES – AGENDA FOR CHANGE AND BEYOND. Ill Health Retirement and Sickness Absence Review Pay 2008/9 Unsocial Hours Review. ILL HEALTH RETIREMENT AND SICKNESS ABSENCE REVIEW. Why? Part of NHS Pensions Review When? March 2006 to October 2007

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NATIONAL ISSUES – AGENDA FOR CHANGE AND BEYOND

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  1. NATIONAL ISSUES – AGENDA FOR CHANGE AND BEYOND • Ill Health Retirement and Sickness Absence • Review • Pay 2008/9 • Unsocial Hours Review

  2. ILL HEALTH RETIREMENT AND SICKNESS ABSENCE REVIEW Why? Part of NHS Pensions Review When? March 2006 to October 2007 22 October 2007 to 21 January 2008 April 2008 - Next Steps? NHS Injury Benefits Scheme

  3. ISSUES AROUND THE REVIEW Sickness and ill-health not integrated Staff in limbo Stigma of ill health Role of occupational health services Redeployment opportunities Increase in NPA to 65 Financial planning aspects New NHS Pension Scheme

  4. AIMS OF REVIEW Review arrangements for sickness absence prevention and management Review provisions for ill health retirements and NHS Injury Benefits Scheme To make recommendations on: - management of sickness - issues relating to disability - maintain reductions on requirements for IHR and IB - assist sick and disabled to remain in NHS employment - new regulation for IHR and IB - revised AfC handbook - good practice guidelines

  5. REVIEW RECOMMENDATIONS: Managing Absences NHS employers should develop absence management policy, enabling agreement NHS employers should provide support and advice for staff who are sick Early intervention is key to successful outcomes Integration of occupational health services and HR Phased return to work actively promoted Reasonable adjustments for disability Effective redeployment policy

  6. ILL HEALTH RETIREMENT Principle to support those unable to work IHR benefits -integral part of NHS pensions scheme Employers and employees incentivised to explore alternatives Employers incentivised to provide healthier workplaces to rehabilitate and redeploy staff Benefits should differentiate and resources redirected on the basis of needs.

  7. Recharge employers cost of IHR: 3 options - mutual insurance scheme - differential contribution rates related to use and organisation - current funding plus smaller capital charge to employers Discretionary extensions of sick pay 2 Tiers of IHR - unable to do own job - unable to do any regular employment Pension benefits to be paid?

  8. PAY 2007/8 PRB: 2.5% Pay offer: staged 1.9% Negotiations: revised pay offer 2008/9 PRB: extended remit to include staff in PNC recruitment and retention affordability inflation equal pay

  9. - This year’s evidence to PRB joint staff side Unite data on vacancies and turnover Staff survey: Income Data Services 57% work more than contracted hours 60% of staff considered leaving job 94% staff thought 2007/8 pay staging unfair

  10. - Evidence includes: substantial pay increase independence of PRB maintained PRB recommendations fully funded professional registration fees to be paid by employers Unite: 35 hour week 62% work more than contracted hours worse morale – 67%

  11. Unsocial Hours Review • Started March 2005 • Issues: cost - one cap to fit all - pay protection - equal pay • Consultation: February 2007– 20th April 2007 • Where are we now?

  12. proposed agreement • to minister • to Public Sector Pay Committee • to members’ ballot • implementation 1st April 2008

  13. Main provisions: • Promotion • Occupational Sick Pay • Pay protection

  14. ancillary staff, maintenance staff and A & C – pay bands 2 and 3 • Local partnership agreements

  15. And pathology staff? • Impact of consultation and modelling • New agreement unsustainable for BMS staff • All OOH = on call • QED?

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